Journal of Theoretical Social Psychology最新文献_第6页

Many minds make money: People are slower to destroy novel currency known to more ingroup members 许多人都在赚钱：人们销毁更多内部成员所知的新型货币的速度较慢

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-03-31 DOI: 10.1002/jts5.95

Garriy Shteynberg, Theresa A. Kwon, Seong-Jae Yoo, Heather Smith, Jessica Apostle, Dipal Mistry, Kristin Houser

引用次数: 0

Mindfulness buffers the adverse impact of need frustration on employee outcomes: A self-determination theory perspective 正念缓冲需求挫折对员工结果的不利影响：自决理论视角

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-03-29 DOI: 10.1002/jts5.93

Anja H. Olafsen, Christopher P. Niemiec, Edward L. Deci, Hallgeir Halvari, Etty R. Nilsen, Geoffrey C. Williams

{"title":"Mindfulness buffers the adverse impact of need frustration on employee outcomes: A self-determination theory perspective","authors":"Anja H. Olafsen, Christopher P. Niemiec, Edward L. Deci, Hallgeir Halvari, Etty R. Nilsen, Geoffrey C. Williams","doi":"10.1002/jts5.93","DOIUrl":"https://doi.org/10.1002/jts5.93","url":null,"abstract":"According to the job demands–resources model, job demands (or hindrances) can drain energy and yield physiological and psychological costs by requiring sustained physical and/or mental effort at work. Using self-determination theory, the current study examined the associations among role conflict (as a proxy for job demands), frustration of the basic psychological needs for autonomy, competence, and relatedness, mindfulness, and employees’ health and work-related functioning. In line with hypotheses, the results revealed an indirect effect of role conflict on burnout, somatic symptom burden, and turnover intentions through basic psychological need frustration. Further, these indirect effects were moderated by mindfulness, such that the mediation by basic psychological need frustration was less evident among individuals who reported higher levels of mindfulness. Taken together, these findings contribute to a small but growing literature on the benefits of mindfulness in organizational settings.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"283-296"},"PeriodicalIF":1.8,"publicationDate":"2021-03-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.93","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72332372","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 9

Supervisor and employee identity coalescence and normative unit commitment 主管与员工身份融合与规范单位承诺

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-03-26 DOI: 10.1002/jts5.94

Kevin Celuch, Jack Smothers, Kevin Valadares

{"title":"Supervisor and employee identity coalescence and normative unit commitment","authors":"Kevin Celuch, Jack Smothers, Kevin Valadares","doi":"10.1002/jts5.94","DOIUrl":"10.1002/jts5.94","url":null,"abstract":"This research examines how supervisor–subordinate relational dynamics influence how individuals become bound to their work unit. As such, it addresses recent calls for theory-driven research into the psychological mechanisms that influence relational identity formation as well as related organizational outcomes. The work integrates self-determination and identity theory as a means of exploring nuanced relationships that clarify how role perceptions impact supervisor–employee and unit relationships. Data were collected from 259 nurses from two healthcare organizations. The questionnaire included measures of perceived competence, perceived autonomy, identification with supervisor, and normative unit commitment and demographic descriptors. A proposed model was tested via mediated-moderation regression analyses. Consistent with predictions, nurses' perceptions of their competence were found to interact with their experience of autonomy in their work to influence their identification with supervisor such that stronger competence perceptions effect identification when employees also experience higher autonomy. Further, this interaction was found to work through supervisor identification as well as to directly influence employee normative commitment to their unit. This investigation strengthens our understanding of how supervisors can positively impact subordinates' connectedness to their work unit. To this end, we elaborate how the supervisor, as a prototypical representative in the unit, helps bridge employee empowerment and unit commitment.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"297-306"},"PeriodicalIF":1.8,"publicationDate":"2021-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.94","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44789448","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Helping in the eyes of the beholder: The impact of OCB type and fluctuation in OCB on coworker perceptions and evaluations of helpful employees 旁观者眼中的帮助:组织公民行为类型和组织公民行为波动对同事对乐于助人员工的看法和评价的影响

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-03-24 DOI: 10.1002/jts5.92

Megan R. Turner, Shane Connelly

{"title":"Helping in the eyes of the beholder: The impact of OCB type and fluctuation in OCB on coworker perceptions and evaluations of helpful employees","authors":"Megan R. Turner, Shane Connelly","doi":"10.1002/jts5.92","DOIUrl":"10.1002/jts5.92","url":null,"abstract":"Organizational citizenship behavior (OCB) is often hailed for its positive linkages to individual outcomes and organizational effectiveness. Despite these findings, research on OCB often fails to consider how an individual's past OCB may influence the outcomes stemming from current OCB performance. Such a contextually bland image truncates our understanding of the impact of these behaviors. Furthermore, the theories that drive literature on OCB (e.g., social exchange, expectancy, and conservation of resources) are socially focused. However, there is limited research examining how coworkers' responses to others' OCBs, in light of past OCB performance, may alter the nature of their perceptions and behavioral reactions to changes in OCB. Recent literature on OCB also calls for consolidation of OCB-related typologies, but few efforts test the efficacy of composite frameworks. Accordingly, this effort investigates the impact that fluctuations (increase vs. decreases) in different types of OCB (orientation vs. direction) have on coworker perceptions and responses to OCB performers. This effort also explored the impact that coworker's assumptions regarding another employee's motivations for OCB has on the outcomes that stem from OCB. Limitations, implications, and future directions are discussed.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"269-282"},"PeriodicalIF":1.8,"publicationDate":"2021-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.92","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42833845","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

Toward a theory of own-anchoring in judgments of other people's external characteristics 向着自我锚定理论的方向去判断他人的外在特征

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-03-19 DOI: 10.1002/jts5.91

Mårten Eriksson, Linda Langeborg

引用次数: 0

Less engaged over time? The effect of self-efficacy on work engagement trajectory 随着时间的推移，参与度会降低?自我效能对工作投入轨迹的影响

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-03-10 DOI: 10.1002/jts5.90

Lu Zuo, Graham H. Lowman, Daniel G. Bachrach, Ning Hou, Wei Xiao

{"title":"Less engaged over time? The effect of self-efficacy on work engagement trajectory","authors":"Lu Zuo, Graham H. Lowman, Daniel G. Bachrach, Ning Hou, Wei Xiao","doi":"10.1002/jts5.90","DOIUrl":"10.1002/jts5.90","url":null,"abstract":"Despite substantial evidence supporting the positive impact of employee work engagement on organizational outcomes, it remains unclear how engagement changes in demanding work settings within a given time frame. Drawing on the job demands–resources model, we examine the weekly dynamic patterns of vigor, dedication, and absorption (three dimensions of work engagement), as well as the relationship between self-efficacy and the trajectories of these three dimensions. Two field studies were conducted to examine our hypotheses. In Study 1, with the use of a sample of 111 entrepreneurs participating in a 5-day-long Gobi hike designed to enhance professional development, we found that vigor, dedication, and absorption declined over time and that self-efficacy was positively associated with initial vigor, dedication, and absorption. In Study 2, to extend the findings of Study 1, we collected data from 106 employees in various industries using a daily diary survey across five consecutive workdays. Analyses of linear growth models indicates a consistent decline in dedication and absorption, with a positive effect of self-efficacy on all three dimensions of daily engagement.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"249-261"},"PeriodicalIF":1.8,"publicationDate":"2021-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.90","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41748424","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 7

The interactive role of subjective attitudinal ambivalence, knowledge, and certainty for attitude stability: The case of driving electric vehicles 主观态度矛盾、知识和确定性对态度稳定性的互动作用：以驾驶电动汽车为例

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-02-10 DOI: 10.1002/jts5.89

Franziska Drescher, Rene Ziegler

引用次数: 0

Organizational support, legitimacy, and workplace outcomes: A mediation model 组织支持、合法性和工作场所结果:一个中介模型

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-02-03 DOI: 10.1002/jts5.88

Yaniv Kanat-Maymon, Erez Yaakobi, Yossi Maaravi

{"title":"Organizational support, legitimacy, and workplace outcomes: A mediation model","authors":"Yaniv Kanat-Maymon, Erez Yaakobi, Yossi Maaravi","doi":"10.1002/jts5.88","DOIUrl":"10.1002/jts5.88","url":null,"abstract":"Perceived organizational support (POS) is considered a central factor in employees' work-related attitudes and behaviors. Drawing on the relational model of authority, we propose that perceived authority legitimacy, which reflects subordinates' identification with and acceptance of authority directives and power, may mediate the effect of POS on employees' work-related outcomes, including job satisfaction, affective commitment, organizational citizenship behavior, and work deviance behavior. We analyzed the data from a cross-organizational sample of n = 343 employees using structural equation modeling with latent constructs. Results indicated perceived authority legitimacy partially mediated the relations of POS with work-related outcomes. When organizations recognize their employees' contributions, acknowledge their importance, and demonstrate an interest in their needs, employees tend to better accept the authority directives. Perceived authority legitimacy is then echoed in employees' functioning. While the benefits of POS have mostly been discussed as reflecting exchange processes, our findings point to identity-based processes emphasizing the important role of perceived authority legitimacy. The paper concludes by discussing implications for human resource management theory and practice.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"229-237"},"PeriodicalIF":1.8,"publicationDate":"2021-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.88","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41624737","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

Who pays it forward the most? Examining organizational citizenship behavior in the workplace 谁支付的预付款最多？考察工作场所的组织公民行为

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-02-02 DOI: 10.1002/jts5.87

Theresa Eriksson, Caitlin Ferreira

{"title":"Who pays it forward the most? Examining organizational citizenship behavior in the workplace","authors":"Theresa Eriksson, Caitlin Ferreira","doi":"10.1002/jts5.87","DOIUrl":"10.1002/jts5.87","url":null,"abstract":"This research expands knowledge of individual tendencies to “pay it forward,” as a result of commitment to the organization. It is desirable for organizations to have employees who go above and beyond their prescribed work duties, resulting in positive outcomes and increased organizational performance. The critical role that organizational citizenship behavior plays in providing internal and external benefits for the organization highlights the importance of research in this field. This is particularly important in dynamic work environments with an increase in non-traditional (e.g., decentralized and remote) working arrangements. This work conceptually confirms that the generalized social exchange driven behavior of paying it forward (PIF) is an organizational citizenship behavior distinct from other conceptualizations. The research proposes and empirically tests a conceptual model contributing to literature examining individual tendencies to engage in social exchange and organizational citizenship behavior in organizations. The research uses a single, cross-sectional descriptive research design and data are analyzed using regression analyses. The findings confirm that a positive relationship exists between organizational commitment and PIF. Age and gender are confirmed moderators of this relationship, with younger respondents and males exhibiting the highest levels of PIF. Key practical implications from this research relate to furthering the understanding of individual tendencies to engage in organizational citizenship behavior, as a result of their commitment to the organization. This provides managers insight into fostering desired behavior, which assists with the creation of a self-reinforcing, positive behavioral cycle.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"215-228"},"PeriodicalIF":1.8,"publicationDate":"2021-02-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.87","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46907813","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 5

Conflicting relational models as a predictor of (in)justice perceptions and (un)cooperative behavior at work 冲突关系模型作为工作中公正感知和(非)合作行为的预测因子

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-01-20 DOI: 10.1002/jts5.85

Johannes F. W. Arendt, Katharina G. Kugler, Felix C. Brodbeck

{"title":"Conflicting relational models as a predictor of (in)justice perceptions and (un)cooperative behavior at work","authors":"Johannes F. W. Arendt, Katharina G. Kugler, Felix C. Brodbeck","doi":"10.1002/jts5.85","DOIUrl":"10.1002/jts5.85","url":null,"abstract":"Humans are naturally social, and according to relational models theory (RMT), they use cognitively represented and motivationally operative models (i.e., relational models) to structure and understand their social interactions. RMT proposes that the fit between the expected and perceived relational model (i.e., RM fit) in a given social interactive situation is related to perceptions of justice, while an RM misfit is related to injustice perceptions. The experience of RM fit/misfit is motivationally operative for generating behavior intended to either strengthen a just relationship or transform an unjust relationship. Building on these theoretical considerations, it is argued that RM fit (misfit) is positively (negatively) related to perceived justice which in turn is positively related to willingness to help and negatively related to willingness to hide one's knowledge from an interaction partner. Willingness to help and sharing information are of particular practical importance in the context of teamwork and for cooperative relationships in organizations more generally. Three experimental studies (n1 = 441, n2 = 618, n3 = 455) were conducted in which RM fit/misfit was manipulated as an independent variable in three different work scenarios (vignettes). We assessed participants' justice perceptions and willingness to exhibit (un)cooperative behavior (i.e., more or less helping and knowledge hiding) toward their interaction partners. All three experiments confirmed the hypothesized relationships. The results are discussed with respect to the theoretical relevance of RMT for explaining mechanisms underlying justice perceptions, helping behavior, and knowledge hiding at work in teams and organizations.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"183-202"},"PeriodicalIF":1.8,"publicationDate":"2021-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.85","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45427753","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3